UK&I Responsible Business Report 2021
Connecting social value goals in the UK&I region
We live in an ever-changing world. A world that faces a series of complex challenges, from economic inequality to climate change. By doing the right thing and contributing to society, we hope to earn the trust we need to continue to grow and make long term, stable contributions to our world. This is key to achieving our purpose of making the world more sustainable by building trust in society through innovation.
Being a responsible business is at the heart of everything we do. It drives how we do business and how we deliver for our people, our customers, society and the planet.
In response to the challenges posed by climate change, last year signalled a shift within the global community toward carbon neutrality by 2050. In addition to national and local governments, many companies also set targets for emission reductions. The COVID-19 pandemic triggered the uptake of digitalization at a much faster pace than predicted, which led to significant changes for business and in the daily lifestyles and attitudes of people. For corporations to survive, it is evident that they must contribute to enhanced sustainability for society while bolstering their own resilience in the face of rapid global transformations and an uncertain future. I believe it is essential to consider the interests of all stakeholders and adopt a management approach that takes a long-term perspective on both societal sustainability and the economic realities of business operations.
Last year we announced that the purpose of the Fujitsu Group was “to make the world more sustainable by building trust in society through innovation”. Our focus now is on purpose-driven management, in which all corporate activities are oriented toward achieving that purpose. Fujitsu is undergoing a comprehensive transformation, in both the financial and non-financial spheres, which encompasses our business portfolios, personnel and evaluation frameworks, organization, and corporate culture.
From a financial perspective, we must address issues that will help to create a sustainable society while also ensuring our competitive advantage as a technology company. We have therefore defined seven key focus areas in our ‘For Growth’ domain and will concentrate future investments in these areas to boost sustainability for our customers and society and to drive Fujitsu’s continued growth. On the non-financial front, we are determined to transform our organizational culture by involving all Fujitsu Group employees in the Fujitra Project – our in-house digital transformation (DX) initiative. With the aim of developing businesses that take into account the interests of all stakeholders, we established a Global Responsible Business (GRB) framework that covers issues such as human rights, diversity and inclusion; wellbeing; the environment; and responsible procurement in the supply chain. As part of the GRB, we have outlined what Fujitsu aspires to be and have set goals for our various activities. One of these is a downward revision of the overall Fujitsu Group target for reducing greenhouse gas emissions, in line with limiting the global temperature rise to 1.5℃, as we work to assist our customers and society in general on the path to carbon neutrality.
To measure the progress of Fujitsu’s internal transformation efforts, in 2020 we introduced a range of non-financial indicators to complement the existing financial indicators. These additional management checks are designed to monitor the levels of trust shown by customers and employees and to track the progress of our in-house DX initiative. We are now working on a method for visualizing the relationships between the financial and non-financial indicators, and also between the non-financial indicators and the GRB. Fujitsu is committed to data-driven management that uses forecasts derived by analyzing data on the company’s growth, the contribution to enhanced sustainability for customers and society, and the company’s internal transformation, as well as by analyzing the relationships between these various data elements. In this way, we will advance toward achieving our corporate purpose.
Taking actions based on our purpose will help us contribute meaningfully toward the UN’s Sustainable Development Goals (SDGs). I view the essence of the SDGs as being a systemic transformation that the global community must achieve by 2030 to enable all 9 billion-plus people around the world to live a good life by 2050 – while keeping within the sustainable limits of this planet. Fujitsu is aiming for sustainable growth through a management approach that is both data-driven and purpose-driven. We will also create digital ecosystems together with customers and play a leading role in promoting digital transformation that helps to overcome societal challenges across the globe.
Finally, as a signatory to the United Nations Global Compact, Fujitsu supports the 10 principles of the Global Compact in the four areas of human rights, labor, the environment, and anti-corruption. We are absolutely committed to minimizing negative impacts on people and society and to promoting a corporate culture aimed at eliminating corruption.
Our people are our most valuable asset. They are essential to the way we innovate and deliver value. We endeavor to make Fujitsu a great place to work. We are creating an inclusive workplace where we embrace difference and empower all people to reach their full potential.
Human Rights, Diversity, Equity & Inclusion and Wellbeing are two of the pillars in our Global Responsible Business framework.
Our activities in these areas help improve awareness of key issues that impact our people and drive positive change across Fujitsu to build a diverse, open workplace where everyone can succeed.
We believe in the power of human difference to create a better future in a digital and diverse world. Our mission is to create an inclusive environment that enables our people to be completely themselves and ensures we attract and retain the best talent, reflecting society and our customers. We celebrate difference and ensure that people can succeed regardless of their personal identity, especially their gender, sexual orientation, gender identity, race, ethnicity, health, disability, and age.
To do this, we strengthen our impact by connecting everything we do to inclusion and wellbeing, simplifying our activities to make a clear and strong impact, and focus on supporting everyone to take responsibility to become inclusive by design. Our Inclusive Community holds a significant role in strengthening what we do to create a better experience for everyone. We have six active people led Communities: Wellbeing, Women’s Business, Cultural Diversity, Ability Matters, Pride and the Next Generation Network.
Gender Pay Gap
We have reduced our Gender Pay Gap since we first reported in 2017. We have made good progress in the gender balance of our junior talent and country leadership and continue to work on improving gender balance at all other levels of our business.
We remain committed to eradicating our gender pay gap and ensuring gender diversity in how we recruit, retain and progress the careers of our people.
Our female focused development programmes – Ignite for senior leadership and Future Me for women taking their first steps into management roles – resulted in a 36% and 32% progression rate respectively for participants in 2021.
We’re helping to build healthy, prosperous communities by harnessing the power and passion of our people.
From driving social action with charity partners to using our expertise to champion the digital workforce of tomorrow. Together, we can build a better future with thriving societies and economies.
Ethnicity Pay Gap
We are one of the first Technology companies to release, voluntarily, our Ethnicity Pay Gap report and our robust Ethnicity Action Plan which was created in collaboration with our people.
We saw our first cohort of colleagues from ethnic minority backgrounds start their development journey on the McKinsey Black and Asian Leadership Academies.
The Career Sponsorship programme commenced with colleagues from ethnic minority backgrounds in December 2021. This pairs our diverse talent with a senior leader within the company to support their career development, aspirations and opportunities.
LGBT+ Allyship Guides
Our Pride Community created several guides that cover key terminology, LGBT+ history and advice on being an Ally.
These resources are publicly available to organisations to support a culture that is inclusive for their LGBT+ people. Click here to download. In addition, we sponsored research in conjunction with the LGBT+ inclusion organisation, OUT NOW, to better understand how to sustain LGBT+ inclusion when working remotely.
This research is published externally here with a Fujitsu video explaining the impact of this research on our business here.
Disability & Adjustment Passport
In 2017, Fujitsu gained recognition as a Disability Confident Leader – the first Tech company to have achieved this.
The Disability Passport is collaborative development by Ability Matters, Fujitsu’s disability inclusive community, which comprises of our employees with disabilities, carers, and allies.
The Passport supports our people with disabilities, life long, shortening and limiting conditions.
The Passport is a digital record of adjustments employees held centrally by HR, acting as a reference point for employees to get the support they need to succeed and to perform to the best of their ability, removing barriers in their way.
Evolution of our Cultural Diversity Network
As our people-led networks have matured, they have evolved and transformed to become an Inclusive Community. The purpose of the Inclusive Community is to support our people so that they can see themselves represented, included and that they feel they belong. All our communities have full business backing, a competitive budget allocation, an Executive Sponsor (Vice President level), Co-Chairs and supported by Champions. Everyone involved in the community has up to two days per month to work on activity to further inclusion and belonging at Fujitsu.
As the Cultural Diversity Inclusive Community intersects (overlaps) and aligns with all our community groups: Ability Matters, Next Generation, Pride, Wellbeing and Women’s Business, their vision is to drive equitable opportunities and support the success of people from all background, with a focus on championing progression to the most senior levels. They aim to achieve this collaborating with internal stakeholders to increase representation and continuously working to raise our standards by:
- Having a seat at the table as part of Fujitsu’s Ethnicity Steering Group with senior leaders
- Hosting webinars and roundtables on topics surrounding ethnicity, progression and performance with BITC
- Changing the nature of the conversation by hosting ‘fireside chats’ with David Olusoga OBE and Nina Wadia OBE , discussing resilience and how to positively address inclusion challenges.
At Fujitsu, we care about the wellbeing of all our people. We are focused on connecting everything we do in both inclusion and wellbeing to help our people bring their full selves to work. An overall sense of wellbeing involves keeping our minds strong, remaining physically healthy, seeking personal financial stability both in the short and long term. Being in a position where we have access to advice and support regarding caring for loved ones as well as ourselves is also critical to supporting our overall wellbeing.
That is why our Wellbeing strategy focuses on 4 areas:
- Mental Wellbeing
It is important to us that our culture supports positive mental wellbeing and normalises talking about mental health. We are signatories of the Mental Health at Work Commitment and in addition to celebrating individual dates in the wellbeing calendar, we create a regular programme of activities to promote open conversations about mental health.
- Physical Wellbeing
We recognise that physical activity can promote positive mental wellbeing in addition to other health benefits.
- Financial Wellbeing
We believe every employee should take control of their finances and make informed decisions. Fujitsu provides a number of financial benefits, including pensions and insurances to support employees in financial management.
- Social Wellbeing
We understand the power of building a positive social environment and culture at work, and we do this by creating a connected and inclusive environment where everyone can be themselves. We believe that managing each of these effectively is critical to supporting our overall wellbeing. Our managers play an important role in supporting the wellbeing of our people. We provide additional support and training for managers to enable them to spot and deal with any issues which may negatively impact our people's wellbeing and happiness. We also have. We also have MHFA England trained Mental Health First Aiders available to support all our people across the UK.
Mental Wellbeing: Mental Health Awareness Month
The theme for Mental Health Awareness Week in 2021 was Nature. We ran interactive workshops on:
- Growing for Wellbeing
- Windowsill Planting
- How to get your garden ready and grow your own for free
These sessions focused on reusing and recycling materials from the home and avoiding the use of chemicals and pesticides. 174 people attended these sessions in total, and they inspired employees to share with others the ways in which nature has improved their wellbeing.
We also recorded three podcasts featuring our employees who shared their personal experiences of nature supporting their mental wellbeing through the pandemic.
Physical Wellbeing: Virgin Pulse GO Challenge
We partnered with Virgin Pulse in 2021 to run a team-based activity challenge which lasted from October until December. 640 of our UK employees took part, and 36 in Ireland.
On average, each participant from UK and Ireland took 7884 steps per day. 88% of people engaged with the challenge app daily, and 48% of people socially connected with a colleague via the app.
Feedback from participants includes:
“I’m using this as a way of resetting things following all of the Covid restrictions. Trying to get my motivation back to do the things I enjoy. Eating healthier, taking plenty of exercise and getting out as much as possible”.
“It’s being part of a team, and not wanting to let people down that helps me get off my backside and outside in the cold to do circuits in the marshy field at the end of the day”.
Our Employee Assistance Programme provides advice, support and guidance on financial wellbeing including debt, retirement, mortgages, or budget planning. We also offer benefits to support employees financially including Employee Discounts and Season Ticket Loans. We have run several webinars on a variety of different financial topics including Will Writing, Pensions and Mortgages.
We offer an Employee Discounts programme which gives employees and their families access to discounts at a variety of retailers. In addition, Fujitsu employees, friends and family can access discounts on Fujitsu products.
As lockdowns and social distancing became part of our new normal, many people reported that lack of social contact - both inside and outside of work - was proving particularly difficult. We arranged a number of initiatives to support people in this area, For example: Virtual Coffee breaks, Book clubs, personal Safety, dance Classes – Bollywood and Afro Caribbean, yoga, cook along sessions, online virtual communities.
Flexible Working with ‘Work your Way’
We believe that people are more likely to succeed when they're able to work in a way that enables them to meet both their job responsibilities and personal working references. We have seen more flexibility in where and when people work during the pandemic and 85% of people tell us they want to work more remotely in the future therefore our commitment for the future is to ‘Work Your Way’.
Our ‘Work Your Way’ commitment means that our people have the flexibility to agree a flexible balance of work locations based on job responsibilities and individual preferences. We have people working on-site with customers, remotely from locations of their choice and those who adopt a hybrid approach. This short video explains more about our Work Your Way commitment.
Our offices act as collaboration hubs where our people can come together as required. We are creating inclusive workspaces by including quiet rooms for neurodiverse employees and added lighting controls to enable people who respond to light frequencies to adjust the light source to their needs.
Awards and Recognition
We are recognised and accredited as an inclusive employer by several independent bodies. We are proud to be a Stonewall Top 100 Employer, one of The Times Top 50 Employers for Women and a Top 75 Employer in the Social Mobility Foundation Employer Index.
Our vision is to make Fujitsu the employer of choice for LGBT+ talent in the technology sector. Since 2016, we have been recognised as Top 100 employer for lesbian, gay, bi and trans inclusion in the workplace. Read more about this here Top 100 Employers 2020 (stonewall.org.uk)
We have also pledged to drive further change in the technology industry and beyond. We were one of the first six companies to sign up as members of the Valuable 500 campaign for disability inclusion. We are members of Tech She Can, signatories of the Business in the Community Race at Work Charter, the Mental Health at Work commitment, the Menopause Workplace pledge and Tech Talent Charter.
- Mental Wellbeing
At Fujitsu, we believe that a profitable and successful business is sustainable only when we are creating shared value for our stakeholders. We cannot operate without healthy, prosperous communities and a vibrant economy.
We tackle social issues both locally and globally, using our core skills to ensure people are benefiting from technology and thriving. Running a smart, sustainable business that respects the communities it serves means taking decisions that are inclusive and holistic. At Fujitsu, we align and combine our activities so that we can accomplish all our goals, not just those that seem most immediately profitable or philanthropic.
Our mission is to create a specific and measurable benefit to communities and promote social development.
Regional themes have been identified for our Community Investment and Development pillar. They were established in alignment with Fujitsu HQ Global priorities, and consider Fujitsu’s Environmental Action Plans, EU focus areas such as digital skills, the UN’s Sustainable Development Goals, and topics that currently have high levels of engagement or ongoing activity.
Finally, these are also aligned to the international social responsibility guideline ISO 26000.
These themes were chosen for our Community and Development pillar:
Fujitsu’s Aim is to embrace young people through school’s engagement and STEM programmes, to increase the opportunity for young people to join the IT Service Sector as their preferred career choice, to promote diversity in the future generations of tech talent regardless of geographical location.
We aim to inspire young people from the widest range of backgrounds and abilities to get excited about tech. This supports our ambition to create a more diverse workforce, removing any potential barriers to a career within our industry.
The WorkX programme offers free, accessible work experience for school students is imperative in supporting talent diversity and social mobility in the tech industry. Work experience provides invaluable practical skills, industry experience, and a head start for students at the end of their school careers.
As we were in the middle of the COVID pandemic we modified our original plans to create a physical work experience and instead created a virtual programme. To deliver the programme, we partnered with Springpod, an established online student work experience platform. Springpod manages the recruitment process on our behalf and helps us to ensure that safeguarding and GDPR (General Data Protection Regulation) requirements are met. Subject matters experts from across Fujitsu collaborated to ensure that the students had the most engaging introduction to the IT industry possible and gained a practical understanding of how technology impacts society. Going forward Fujitsu aims to welcome three cohorts of students throughout the year. With the potential of up to 800 students places in each cohort, this is a great opportunity for us to inspire the next generation of students across the UK and shape the digital workforce of the future.
Defence School Engagement
For the past nine years, Fujitsu’s Defence and National Security Business have continued to deliver against a responsible business strategy. This provides events and opportunities for young people attending schools within the local community as part of our Schools Engagement programme. The programme has been carefully designed to bridge the gap between school and employment, covering four critical areas of leadership & management, curriculum, employability & enterprise, and wider issues.
During this time, Fujitsu’s school engagement programme has forged successful relationships with two local schools in the Basingstoke and Bracknell area:
- The Vyne Community School in Basingstoke has been our school partner since 2013 and is a mixed secondary modern comprehensive school serving the local community. As such students come from a wide range of social, economic, and racial backgrounds. The current student number on role is 750.
- Easthampstead Community School in Bracknell has been a partner since 2016 and is similar to The Vyne in terms of its student intake, though consists of a 6th form college. Currently around 815 students attend the school.
From the outset the main objective of our school engagement programme was to create a long-term, positive impact on both the schools and their students. As such we have created a comprehensive strategic approach that was closely linked to three sustainable development goals: quality education, decent work and economic growth, and reduced inequalities.
Each event is developed in collaboration with our school partner and is aimed at addressing the Gatsby benchmarks that serve as a framework for improvement in careers provision and have been adopted as part of the Government's Careers strategy. Events delivered range from a STEM based enterprise challenge day where students get to work with Fujitsu to develop their own ‘mobile app’ idea, CV Skills Workshops, Student 1-2-1 mentoring programme, Mock Interview Days, Apprenticeship Awareness Assemblies, support to the school’s Student Voice Council along with ad-hoc one-off events like Internet Safety awareness briefs, inspirational assemblies with guest speakers and working with small groups of students to support specific projects developed by the school.
In the past year, despite the lack of in-person interaction with our schools and student due to the COVID-19 restrictions we have managed to reach 4 academic years, delivering a series of events which included a very successful and impactful virtual mentoring programme that delivered 1-2-1 ‘zoom’ based coaching sessions to 25 students. In addition, post-16 careers events including CV Workshops, Career Awareness presentations and Mock Interview Days were also delivered to around 200 students. All of this is thanks to our team of 84 volunteers from across the DNS business, providing over 500 hours of support.
In the future, we will continue to deliver the same high quality, relevant and impactful interventions across our current school partnerships. We will also seek to expand this level of support by:
- Widening our reach to other local schools.
- Engaging with other education providers to expand our reach
- Raising awareness with other parts of Fujitsu regarding the value of our school engagement programme within DNS.
- Developing a programme that leverages Fujitsu’s technology credentials to deliver future interventions in a digital world.
Digital Inclusion: The Alzheimer’s Society of Ireland
Fujitsu and the Alzheimer Society of Ireland (The ASI) launched the Virtual Dementia Hub. In this inclusive space, people living with dementia can easily access various activities such as art, music and reminiscence.
In October 2021, Fujitsu proudly partnered with the ASI as its primary charity partner. As a leading global technology company, the Fujitsu team eagerly shared their technical skills with the ASI. Together, they embarked on a Digital Inclusion project to empower people living with Dementia through technology. In March 2020, The ASI’s day care centres closed nationwide due to Covid-19 and the charity began distributing paper activity packs to keep their service users entertained and stimulate the brain to slow down the onset of Dementia.
The Alzheimer Society of Ireland presented Fujitsu with an idea to create a platform where the activity packs could be accessed online independently by people living with dementia and their carers. Fujitsu recognised the value in this and invited several stakeholders from The Alzheimer Society of Ireland to participate in Co-Creation Innovation virtual sessions using Fujitsu Human Centric technology.
To better understand the end-user, The Alzheimer Society of Ireland facilitated consultation with the Irish Dementia Working Group (IDWG) and Dementia Carers Campaign Network (DCCN) - groups that advocate for better services, supports and policies for those impacted by Dementia. This consultation was invaluable as it enabled Fujitsu to build a concept with them in mind – the Virtual Dementia Hub (VDH).
Fujitsu CEO Tony O’Malley commented “Fujitsu is proud to have been involved in the co-creation of the Virtual Dementia Hub. We recognise the importance of using our human centric technology to tackle real life problems and give back to the community. The Virtual Dementia Hub will leave a lasting legacy of our partnership with The Alzheimer Society of Ireland, which carries out brilliant work across Ireland.”
Alzheimer Society CEO, Andy Heffernan said: “The ASI is hugely appreciative of the support provided by Fujitsu during our time as their charity partner. We’d like to thank the team at Fujitsu for their expertise and time in developing the Virtual Dementia Hub. I’d also like to thank our staff and volunteers for their consultation and work in the implementation of the VDH. The VDH is an innovative and forward-thinking project that will greatly enrich the lives of people living with Dementia and their Carers.”
Our new global business brand, Fujitsu Uvance, embodies our purpose by connecting our ecosystem, technology, and ideas to create a more sustainable world. Through this ecosystem, we contribute to the resolution of issues in a global society, including national projects in various countries and the Sustainable Development Goals.
By incorporating academic relationships into our wider ecosystem, our business, people, and our customers benefit. At Fujitsu, we believe that creating an inclusive ecosystem is key to success for our business, and our customers, both now and in the future. To support open innovation through co-creation, we are strengthening our ecosystem for connected services with the participation of customers, global partners, technology partners, Fujitsu’s own experts and IP, startups, research institutions and academia. We see an ecosystem being pivotal, both now and increasingly in the future, in supporting our customers to stay ahead of the curve and address their business challenges; bringing the mutual value of not only our strategic partners, but also an ecosystem of perspectives through skills and diversity of talent that helps us think about co-creating solutions to business problems in different ways.
We have seen the benefit of working not only with academics, but also with the students. We have involved students in our research projects and co-creation conversations with our customers, which we see has many benefits.
Fujitsu engages with students from diverse backgrounds to support the future talent pipeline and drive innovation. Sustaining strategic relationships with universities such as The University of Manchester with Industry FIVE (Future Innovation Venture Exchange) was created to bring together world-class research and industry business perspectives to address increasingly complex and diverse market challenges; this initiative aims to support the development of connections between the people, projects and activities of partner organisations to deliver on activities such as Knowledge Exchange Transfers, Research & Development, Teaching and Employability. Also, Nottingham Trent University, which has been awarded the University of the Year (2019) in the Social Mobility Awards, ensures we continue to build new possibilities by connecting people, technology and ideas with projects directly supporting employees’ wellbeing in the workplace.
In October 2018, Fujitsu colleagues voted for Autistica to be their Charity Partner from January 2019 for two years. It is a cause close to many employees’ hearts whether they are autistic themselves or have connections through family and friends. As a result, we extended this partnership into 2021 and 2022 following an employee vote. Our partnership has already spread understanding and awareness throughout the company and made a significant impact to Autistica.
In July 2021 Fujitsu was the official sponsor of the Autistica Research Festival which was a five-day virtual event that brought together autism researchers, autistic people, relatives, and carers to hear the latest research and discuss how to make progress towards happier, healthier, longer lives for autistic people. In September we joined forces with Autistica Dare to host a webinar; Neurodiversity in the Workplace: bringing in and supporting neurodiversity staff. This webinar is particularly useful for employers who are hoping to create an inclusive workplace that is welcoming to neurodivergent staff.
21% of autistic people in the UK are in employment, yet 77% want to work. Autistic people are the least likely to be in employment of any disability group. For several years, Autistica, in collaboration with the UCL Centre for Research in Autism and Education (CRAE), has been working with companies to create more inclusive workplaces. We have supported companies in recruiting and retaining neurodiverse talent as well as improving the wellbeing of autistic employees. This webinar discusses the strategic partnership of Autistica and Fujitsu and the work we have been doing around Neurodiversity and Employment.
Over the course of the 12 months employees raised £75,000 through a range of fundraising activities
“Our partnership with Fujitsu has supported autism research in numerous ways. We've harnessed the skills of Fujitsu employees to support a groundbreaking citizen science project with the development of an accessible digital platform. Their sponsorship has enabled us to run an annual research festival online as a free and inclusive event, sharing knowledge and personal experiences with researchers, autistic people, families and professionals across the UK and beyond. Despite the uncertainty of the pandemic, their long-term support over the past three years has allowed us to continue to make progress for autistic people.” James, Chief Executive of Autistica, the UK's leading autism research and campaigning charity.
The Prince’s Trust
Fujitsu is proud to also have a long-standing patron of the Prince’s Trust, helping to change young lives through several activities. In 2021, we ran 13 CV skills workshops for the Prince’s Trust programme, supported by 76 employees, helping over 100 young people. As the continued Covid restrictions were in place in 2021 we hosted all the sessions virtually. Since the partnership began, we have supported over 1400 young people.
SSAFA: The Armed Forces Charity (The Soldiers, Sailors, Airmen and Families Association)
Fujitsu’s longstanding affiliation with the British Armed Forces comprises a major part of our responsible business drive, with a particular focus on veterans and their families. Since 2007, Fujitsu DNS has been a corporate friend of SSAFA, the national charity committed to helping and supporting 79,000 Armed Forces personnel each year, those who used to serve and the families of both. The Corporate Friends Programme aims to provide a mutually beneficial framework that helps Defence companies form links within industry, while helping SSAFA to raise crucial funds and awareness.
Fujitsu Brings Some Festive Cheer to SSAFA’s Gildea House at Christmas:
For the third year, Fujitsu has partnered with SSAFA, the Armed Forces charity to provide a memorable Christmas for the women and children living at Gildea House. SSAFA’s Gildea House is a Stepping Stone Home that provides help and support for women and their children who find themselves estranged, widowed, or have fled the family home due to domestic abuse. Once again Fujitsu colleagues have provided Christmas gifts for all the women and children living at the home.
Fujitsu colleagues were matched with a resident at Gildea House and put together tailored gift boxes which were beautifully wrapped ready to be delivered in time for Christmas. Gifts were also given to all the dedicated staff working at the house and a cheque for £583 of additional donations received by the generous team at Fujitsu.
Sam Nowell, SSAFA’s Corporate Partnerships Manager, said: “We are incredibly grateful to Fujitsu which again has very generously provided Christmas presents to the women and children at Gildea House for the third year running.
“Gildea House is a haven for many women and children from the Armed Forces community. It provides a comfortable, secure and female-only place to stay for as long as individual’s need to get back on their feet, and on behalf of them – and the whole of SSAFA – I am delighted say a very big ‘thank you’ to Fujitsu’s staff.”
Maxine Ashbrook, Head of Marketing for Defence & National Security, Fujitsu, said: “We have been overwhelmed with our colleagues’ response to supporting Gildea House at Christmas, and are absolutely delighted to be running this initiative for the third time. This is one of our most popular fundraising activities and working with our partner SSAFA, we hope to provide another memorable Christmas for all those at Gildea House.”
Some of our other activities this year included:
- ECO Balloon Racing
- Headline sponsor of 13 Bridges Challenge
- Our reservists attending SSAFA Reservist Reception
- Virtual trade stand partner alongside Team Defence Information
- Attending SSAFA Race Day & Defence Industry Dinner
Our planet is the foundation of a sustainable future.
As well as limiting our own impact on the environment, we partner with others to drive decarbonization and create innovative solutions to environmental issues.
Our global commitment to achieve net zero emissions
The Fujitsu Climate & Energy Vision sets out our goals to bring CO2 emissions across the global Fujitsu Group to zero by 2050, contribute to the decarbonization of society and help society adapt to climate change through the provision of technology.
As part of our journey to net zero, we have also set an interim goal for 2030. By 2030, we aim to reduce carbon emissions for our business sites by 71.4% compared to 2013 levels.
Our global targets are based on a number of factors - including availability of renewable energy sources in the countries we operate - and are validated as 1.5 °C-aligned by the Science Based Targets initiative.
Our initiatives in the UK&I
In the UK, we are contributing to Fujitsu’s global ambitions. We started using renewable energy over 10 years ago and since 2014 we have been using 100% renewable electricity and gas. We’ve installed solar panels on one of our buildings to generate our own energy and to sell any excess back to the grid.
We are ISO 14001:2015 certified, an international standard for environmental management systems, across Europe for environmental credentials.
Plastic waste is a major global concern, so we have taken steps to eradicate single use plastics in our offices across the country. In the UK we have removed plastic cups from vending machines and are working with suppliers to reduce plastics across all our catering facilities.
Cabinett Office Carbon Reduction Plan
In 2021, Paul Patterson signed the Cabinet Office Carbon Reduction plan on behalf of Fujitsu. This is a public, global commitment to achieve net zero carbon emissions by 2050 and is vitally important given our status as a supplier to the UK Government. More information on this plan can be found here.
Business in the Community Low Carbon Pledge
Fujitsu Ireland is committed to the BITCI Low Carbon Pledge where all signatory companies commit to setting science-based carbon emissions reduction targets by 2024, which must include their entire carbon footprint (Scope 1, 2 & 3) and be in line with the Paris Agreement of 2016 and the latest Intergovernmental Panel on Climate Change (IPCC) findings.
Raising awareness of the declining population of Hedgehogs
A protected species under the UK Wildlife and Countryside Act 1981, our Hedgehog population is in decline. A group of volunteers in our Stevenage office have decided to take action and have created a Hedgehog sanctuary in the grounds of STE04, to take care of Hedgehogs that would not survive in the wild. The team are supported by a local charity, Hettie’s Helpers. Find out more here.
Easy Beezy: The story of Fujitsu’s honeybees
In 2018, our MAN34 site welcomed two colonies of honeybees. Two MAN34 based colleagues were trained by the Manchester and District Bee Keeping Association (MDBKA) and became Fujitsu’s first qualified beekeepers. The bees were sourced from a breeder in the Manchester area, demonstrating good beekeeping practice of local sourcing. During the summer months, there are approximately 60,000 bees in each hive, which drops to around 10,000 in the winter.
There are currently seven beehives across the Fujitsu UK estate (Manchester and Solihull), and five beekeepers.
The bees produce honey, which is carefully harvested by the beekeepers each September. After that, the bees are prepared for winter. Fujitsu Honey is for sale at £6 a jar, and all proceeds are donated to Autistica.
Working with suppliers and customers to benefit the environment
As a technology organization, we limit the impact of our products and services on the environment. We also believe that technology can help us respond to environmental challenges such as natural disasters and climate change. Here are some examples of the work we’ve done with customers to benefit our planet.
A flood warning system that rises to the occasion
In a world saturated by extreme weather events, the responsibility for alerting communities to impending natural disasters falls on national governments. Yet to deliver those alerts effectively, they must navigate the complex mix of communication channels to ensure clear and timely delivery to all citizens. Our long-term partnership with the Environment Agency delivers exactly that; a critical flood warning system that saves lives.
Helping Proventia fight Climate Change
Proventia is a Fujitsu customer and technology company that provides solutions and services for the engine, machine and vehicle industries to help fight climate change. The company produces exhaust after treatment systems for diesel engines, work machines and heavy vehicles to designed to reduce the nitrogen oxide and particulate emissions of heavy-duty diesel engines.
We are using cloud computing and Internet of Things to help Proventia and GoAhead London process vast amounts on vehicle emissions data to monitor their impact, meet air pollution regulations and clean city air. Read more about this project here.
Quantum-inspired Space Debris Removal
Whilst we are all conscious of our impact on the environment here on Earth, many people are surprised to hear that debris in space is becoming an extremely prominent issue. There are over 160 million objects in orbit, and the majority of these objects are classified as debris. Only a small fraction of this debris can be tracked, meaning that there’s a large risk of this debris colliding satellites that are providing vital services we use every day. Learn how we are working with the UK Space Agency, Astroscale UK, AWS and the University of Glasgow to remove hazardous debris from orbit, in this project powered by the Digital Annealer.
Fujitsu works extensively across the Public & Private Sector, and we pride ourselves on the partnerships and long-standing relationships we build with customers spanning a wide range of industries.
It is through these relationships that we can implement and develop programmes with our like-minded customers that benefit the wider community and society with which we all interact.
We have been through some of the most challenging moments of recent times, but we have worked through adversity together with our partners.
Retail and Hospitality: Kelly Metcalf and Nigel Naylor-Smith provide thought leadership at Be Inspired D&I roundtables
The Senior Leadership Academy (SLA) is a 12-month programme of coaching, education and peer-networking for individuals with aspirations of the boardroom. It’s our practical way of helping to build the pipeline for future inclusive leaders who are passionate about personal development and pushing for progressive change within their organisations. Be Inspired is more committed than ever to helping retailers progress their Diversity and Inclusion agenda.
Retail Week’s award-winning programme provides retailers with access to essential L&D learning and development via online content, interactive workshops and major conferences, as well as supporting future inclusive leaders to fulfill their potential through the Senior Leadership Academy.
Initially launched as a dedicated programme for women in retail, Be Inspired has evolved to break down the barriers for everyone in the sector, regardless of age, background, gender, race, sexual orientation, or ability.
A balanced and diverse workforce is good for business, good for customers, for profitability and workplace culture. Together with our retail partners and C-suite ambassadors, we believe in being active participants in driving progressive change and equality in one of the UK’s most important sectors.
- Provides a networking opportunity in the retail community through the various touchpoints and several D&I roundtables
- An excellent learning and career development opportunity for participants.
- Aligns Fujitsu’s brand values with D&I and provides in house experts with a platform to build trust with the UK retail sector
- Targets retail’s C-suite to foster and develop more meaningful business relationships
- Leverage the partnership with Be Inspired to drive business conversations with a wider remit of retailers who will make decisions on IT and data investments
Financial Services: NatWest
Our NatWest account team have set up a Responsible Business team to engage in effective and impactful responsible business activity on an account level, demonstrating true purpose and positive outcomes for Fujitsu, NatWest, our society, and the people within it.
This also has had a positive impact on the individuals involved, who have said it has given themselves a chance to grow and make an impact to areas they truly care about.
Home Affairs: Domestic Abuse Campaign
Fujitsu has continued to support the UK Governments Domestic Abuse Campaign #Youarenotalone which was launched in April 2020 during the Covid-19 lockdown by Rt Hon Priti Patel MP and Home Secretary.
Fujitsu’s contribution to the campaign was noted during one of the daily COVID-19 press conferences.
Fujitsu is a long-term partner to the Home Office, where we support a wide range of activity, including securing the UK border and enabling mission critical services for the department, police, and law enforcement agencies across the country.
We know that domestic abuse charities saw a huge increase in demand for their vital services for example, between April and June 2020, the National Domestic Abuse Helpline saw a 65% increase in calls compared to the previous year. As the Covid-19 pandemic has continued, the levels of domestic abuse have not abated. It was, therefore, important to Fujitsu that we were consistent and continued to provide domestic abuse charities support throughout 2021.
Home Affairs: Karma Nirvana
In 2020, Fujitsu provided hardware to several different domestic abuse charities including Karma Nirvana and we continued to provide them IT support and advice.
Fujitsu conducted a review of the working practices and identified that data reporting was one of the most significant areas of improvement opportunity. Improved reporting and analysis could them to identify where they could help the most, but also to help them to secure future funding to continue to help the community.
To give Karma Nirvana, the biggest and quickest advance step the team set about converting manual reporting into an automated state by creating an Intelligent Microsoft Excel template, which would future proof the needs of the organisation.
To give Karma Nirvana, the biggest and quickest advance step the team set about converting manual reporting into an automated state by creating an Intelligent Microsoft Excel template, which would future proof the needs of the organisation.
This approach took a “drop and go” approach for Karma Nirvana to extract from their central database and all reports to be populated automatically and could be managed inhouse by their team allowing Karma Nirvana to slice their data in multiple ways in a self-service approach. This innovation was incredibly beneficial to Karma Nirvana as it means they can instantly react to changing situations, view statistics by area, incoming demand by channel, reasons for contact, number of repeat contacts and so many more, in fact 92 separate reporting metrics were made possible by the innovation delivered by the Fujitsu team.
Anup Manota, Karma Nirvana Operations Manager summarised the impact and benefits that the innovation we were able to deliver:
“During Covid-19, lockdowns and restricted movements has made it a dream for abusers. They are able to control more of their victims’ movements and reduce even more their freedoms. Therefore, it is so critical that we not only understand but target where we can help” The whole team who worked to support this activity were rightly very proud of the impact they had made and the positive feedback that have been given. As one of the team said “It’s a great day to be a Fujitsu employee doing the right thing and helping to make a difference to so many people being placed into horrible situations”.
Home Affairs: Employers Initiative on Domestic Abuse
The Employers Initiative on Domestic Abuse (EIDA) is a growing network of large and small businesses. Their mission is to enable employers to take action on domestic abuse – raising awareness among all employees, supporting those facing domestic abuse, and providing access to services to help perpetrators to stop.
When employers demonstrate that they are aware of domestic abuse and make staff aware of the services that are available, this can help to reduce the wall of silence about domestic abuse that prevents many from seeking help.
Only through greater awareness, relationship building, and the sharing of best practice can we make a systematic change to the way domestic abuse is handled in the UK, and we believe that every one of our members plays an important part in that.
We know from the Covid-19 lockdown and the Government’s #Youarenotalone campaign, that reported domestic abuse cases have risen and as you will see from the statistics below, 1 in 4 women and 1 in 6 men will experience domestic abuse in their lifetime.
Fujitsu have been working alongside EIDA ultimately to help them to increase their membership and widen their network. As a result, we have been working to drive digital transformation and deliver a new customer relationship management tool, a content management system and a new customer insight and analysis capability which will enable them to track their membership data collections and gain valuable insights which will support their growth.
We are currently working on the deployment of these new tools and this activity has been funded by Fujitsu’s in-project social value commitments made to support Voluntary Community Social Enterprise. As a result of our work, Fujitsu will be made a Beacon Member of EIDA joining other leading lights in the fight to end Domestic Abuse. Other Beacon members include, The Department for Business, Energy, and Industrial Strategy, Vodafone, Goldman Sachs, Collinson, Slaughter and May. We look forward to reporting on our progress next year and sharing the success and benefits that will have been delivered to EIDA which will in turn help fight domestic abuse in our communities.
Aviation: Heathrow Airport Limited
West London Business is the voice of business in North-West London, covering seven local authority areas. Their mission is to drive the region’s global economic competitiveness, whilst pursuing social and environmental sustainability. They support and represent hundreds of member companies from multinationals to SMEs and micro-enterprises and have over 15,000+ supporters.
Our customer, Heathrow Airport Limited, is a member of the governing board of West London Business and working in collaboration, Fujitsu has also become involved. This engagement started during the Covid-19 pandemic which had a catastrophic impact on our customers in our Public Sector Transport Portfolio.
As part of our commitment to Heathrow, we made the conscious decision to lean in to support their business as well as WLB during this time of crisis. We were mindful that WLB’s mission aligned with Fujitsu’s purpose “to make the world more sustainable by building trust in society through innovation” and due to the pandemic, we had capacity within our teams which we wanted to utilise to deliver the best outcomes for our customer and community – Fujitsu did not furlough any employees from our UK and Ireland business.
As part of our commitment to support Covid-19 recovery, we sponsored WLB’s inaugural Blue Skies Conference which heralded the beginning of a process for envisioning a West London area that would be able to recover and prosper in a post-Covid, carbon responsible world.
Fujitsu was included in the panel of expert speakers from across the business, academic and government worlds.
The conference objective was to provide the stimulus to encourage cross sector partnerships bringing new investment and jobs opportunities to the region.
Other speakers at the Blue Skies Conference included Robert Courts MP (Aviation Minister), Seema Malhotra MP (Shadow Employment & MP for Feltham & Heston) and Lord Blunkett.
Fujitsu, in collaboration with Heathrow Airport, has supported the WLB’s regular workstreams to support post pandemic recovery including creating local opportunity, building digital skills in the community, sustainability and environmental workstreams and has hosted a number of co-creation sessions in our digital transformation suite to drive these initiatives forward.
Our commitment to West London Business demonstrates Fujitsu’s credentials as a responsible business and we are keen to work together over the coming months and years to drive Covid-19 recovery and address economic inequality as part of the way we do business as well as our social value initiatives.
Home Affairs & Criminal Justice: Rock2Recovery
Rock2Recovery (R2R) are an inspirational organisation saving lives on a daily basis, their Mission Statement is ‘to save and change the lives of those in our Armed Forces, our veteran community, 999 services and their families who are affected by stress’, predominately ‘Post Traumatic Stress Disorder (PTSD)’.
Their approach is to ‘inspire, coach and motivate towards a more positive future’. They do this by providing a unique form of coaching, utilising a range of non-clinical methods that are tailored to their client’s needs. In many cases their clients have exhausted clinical therapies available via the NHS and are still suffering from symptoms of PTSD, which has resulted in an increasing number of referrals from the NHS and other clinical organisations.
Rock2Recovery are a community interest company founded by two Royal Marines Commandos, Jamie Sanderson and Jason Fox, as a result of their personal struggles with PTSD. They rely entirely on donations and grants to provide their life-changing and life-saving services.
R2R are unique in many ways; they pride themselves in ensuring that they do not turn anyone away, seeing priority cases with a max of 48 hours and all other cases with 2 weeks. Unlike many clinical therapies, R2R do not limit the number of sessions, or the duration of the session and they are often available out of hours to support the ‘higher risk’ clients.
Whilst R2R initially focused on the Armed Forces and the Veteran community, they now support an ever-increasing number of blue light (Police, Fire, Ambulance) employees and former employees –they also, uniquely, extend their support to members of their client’s family. As a result of the increase in blue light clients, R2R are running programmes with several Police services include Isle of Man Constabulary, Jersey Police, and a number of dedicated firearms services.
We could see that R2R could be victims of their own success - they were growing at a rapid rate, way beyond their capability and they seriously run the risk of turning clients away unless they modernised their back-office functions.
Fujitsu has been on a journey with Rock2Recovery since October 2019 when we visited their HQ and undertook a “day in the life of” review to identify areas in which we could help and support.
We created a 4-phase programme to drive business transformation:
Fujitsu delivered real benefit to R2R by introducing Robotic Process automation into a new database, but the “life-changing” impact came in September 2020. Fujitsu created an application to enable them to manage their back-office functions and manage their client bookings. This app was created in 5 days using our Human Centric Experience Design process – supported by our partner OutSystems. The design process was all done virtually due to Covid 19 lockdown restrictions.
Throughout 2021, we have worked with the R2R team to deliver enhancements to the functionality and reporting capability within the application. We are currently working on a security enhancement which will be released March 2022.
The benefits delivered by such a simple application are awe-inspiring. When we first met R2R, they supported 800 clients and over the past 2 years that has increased to 2,400. Unfortunately, there is a huge demand for their services – they saw 851 new clients in 2021 and in January 2022 alone, they have already had 100 new clients – back in 2017 they had 2 new clients per week, now they are seeing 3 new clients per day. Sadly, it looks like another record-breaking year and as a result, they have widened their network of self-employed, independent coaches to 14.
The application has enabled them to drastically reduce their administrative overhead as the table demonstrates:.
Rock2Recovery are now able to request funding and grants more effectively to sustain their operation. The supporting data is provided by the reporting function within the application, and this can tailor to fit the individual requirements. This is a critical aspect of the work undertaken by Charlie Hobson, Rock2Recovery’s Company Secretary. R2R need ~£600,000 per year to be able to support their current operation and will need more if they are to continue to grow – their ambition over the next 5 years is to have a network of 30 coaches supporting their clients.
Charlie has told us that without the application, R2R could not continue to do the amazing work that they do. Within one week of the application going live, it was able to enable R2R to save a life. That incredible work has continued – every month, they deal with up to 10 clients a month that are so desperate that they are prepared to end their own lives. While many of these attempts are anguished pleas for help, there are serious attempts and Charlie has told us that the Fujitsu application which provides the ability to contact next of kin and get help quickly, is saving 2 lives every month.
Fujitsu are committed to continue to support Rock2Recovery over the coming months and years and we are humbled by the fact that the application we have created is enabling them to genuinely “change lives and save lives”
Law and Order: Thames Valley Police – COVID-19 recognition
Fujitsu provides the End User Device service to Thames Valley Police and Hampshire Constabulary.
Throughout the Covid-19 pandemic, our engineering delivery teams supported our customer by continuing to provide an onsite presence, mobile capability as well as adapting to the different challenges that Covid-19 introduced.
It was critical that our customer continued to receive an excellent service to enable them to support the community at a time of uncertainty and fear and continue to undertake “ordinary” policing in extraordinary times. The whole team pulled out all the stops and continued to fulfill their roles and in turn played a critical role in enabling our customer to continue to deliver frontline services and protect us all.
The commitment of the Fujitsu team, alongside others who supported Thames Valley Police, was recognised by Chief Constable John Campbell in September 2021. The team were each presented with a commemorative COVID coin to symbolise the value of the work undertaken during this period of adversity.
Chief Constable John Campbell made the following statement in the personal letter which accompanied the commemorative coin:
“I am incredibly proud of the way the force has risen to the challenge, with flexibility, resilience, courage and care. I hope you are proud, as I am, of the part you have played. It is also not lost on me, the role that your families played in supporting you to do so, please pass on my thanks and best wishes to them all. As I have said before, the real test of any police service and certainly that of Thames Valley Police, is that when things are at their worst for people, we need to be at our very best and throughout the pandemic you really have been”.
Fujitsu have been running workshops to help people on benefits get into employment – starting Rochdale with three workshops giving CV skills, interview techniques and general confidence. We then worked in partnership with the Department for Work and Pensions (DWP) and the Prince’s Trust to create the Mentoring Circle programme that we deliver today. Since the start Covid-19 pandemic there has been a large increase in unemployment for young people aged 16-24 particularly those of an ethnic minority background. Frustratingly, statistics show that the pandemic has hit people from ethnic minority backgrounds even harder than other groups – and that’s why having support can be so valuable.
Over the last 12 months, in conjunction with our Cultural Diversity Network (CDN), we have run a series of Virtual Mentoring Circles, consisting of CV and Interview workshops with DWP actively encouraged a number of young, unemployed people ("Mentees") to participate in these workshops to gain valuable skills to improve their future job prospects.
Mentoring Circles are free sessions to help people from ethnic minorities gain the confidence and skills to find employment - when looking for a job, it can be hard to know where to apply, the right words to use, or how to present yourself. We recognise that the task can be even more difficult if you face other challenges for example: if you feel isolated from your community; English isn’t your first language; you’ve not had a job before or a combination of all.
The Mentees actively participate in a mock assessment centre where their individual interviews skills and group working abilities were tested and constructively critiqued. The programme use a tried and tested approach that we’ve developed to provide practical and valuable advice. At Fujitsu, we always take the time to connect with our participants so that everyone can get the most from the sessions.
The most important people to be impacted by this initiative are the mentees and we have had some fantastic feedback. One young person applied what had been shown on the mentoring sessions to their job interviews and went on to find employment straight after workshop. They gave this feedback:
“I applied for the Fujitsu session not knowing whether it will be worth it, it looked like it was a normal workshop like any other I have previously been into before or recommended by my work coach. However, this particular event was totally different – I was really guided and shown the right way to do stuff and how to be myself during an interview. I received good feedback on my CV, and all the tips and advice helped me score my current job which I’m really grateful to Fujitsu for.”
While it’s common to be nervous or sceptical at the start, we have seen so many people who just needed a small helping hand go on to achieve great things, for example:
“I just finished the zoom call I felt like it went well and helped inform me about what's important with a CV and how to add in key words, so it gets picked up. I even pushed myself to sit with my webcam on the whole time even knowing I was nervous about it and enjoyed it.”
The Mentoring Circles are also a personal development opportunity for our colleagues – they help them to understand some of the issues facing young, unemployed people today; many of whom come from backgrounds with little to no history of family employment. Our colleagues were also able to improve their communication, presentation and interviewing skills.
We have had fantastic support from over 90 Fujitsu colleagues who volunteered as Mentors to support delivery of the workshops. We also reached out to our customers, and we had volunteers from Home Office, NHS Digital, Network Rail, HSBC, Department for Education, Youth Justice Board and HMRC.
Fujitsu are committed to creating a high-performing, diverse workforce and we were one of the first signatories to Business In the Community’s Race Charter. This focus on supporting minority talent is encapsulated in the Mentoring Circle programme which has been presented as an exemplar approach, to over 60 organisations in the Houses of Parliament hosted by Alok Sharma, MP.
We know that if our community’s ethnic minority talent is harnessed and utilised, our economy could receive a £24bn boost. To support this, Fujitsu continue to plan more Mentoring Circles over the coming year as part of our commitment to deliver social value as a result of our contracts and ultimately drive equal opportunity and address economic inequality.
Looking to the future
Our key focus is working year on year to achieve fulfill our purpose, ensuring that across all departments in our organisation we put this at the forefront of our strategy and vision.
We continually challenge ourselves to be true to the Fujitsu values and ensure that we work in collaboration with our customers and other organisations to provide innovative and sustainable solutions that benefit society in line with the Sustainable Development Goals.
2022 will deliver a new set of goals and aspirations. We will continue to work with the Fujitsu Group and the other regions to further improve the global responsible business activities, aligning local targets with global ones. To ensure responsible business continues to become embedded within the minds of our workforce, continued training in all areas will take place throughout 2022
In the UK&I, we will be conducting a materiality study to define the UK&I’s responsible business strategy. In parallel, a global materiality assessment will be conducted, and we will ensure the UK&I’s study is aligned with this.
The importance of Diversity, equity and inclusion has been a consistent theme during 2021, and we endeavor for it to remain so as we move into 2022. The work done in the last 12 months to close the gender and ethnicity pay gaps has been exemplary, but there is always more work to be done, and we will look to make those gaps even tighter in the coming year. 2022 will also see a continued focus on creating a workforce that represents people from all races and backgrounds, including developing our employee resource groups within our UK organisation and aligning them with our global aspirations.
Whilst COVID-19 presented us with many challenges, it also revealed many beneficial ways in which we could work differently. Work your Way was born, and 2021 saw the workforce begin to adapt to this new hybrid way of working. The coming year will see Work your Way become embedded into our organisation, and we will continue the myriad of employee wellbeing activities first introduced during the pandemic. Additionally, Group Properties are currently working on a real estate proposal across Europe, which has a focus on Work your Way and our Sustainability strategy; in particular reducing our carbon footprint and energy consumption.
Finally, in 2022 we will bid farewell to our incumbent charity partner, Autistica. After an extremely successful four-year partnership, our employees will choose the new charity partner.
It’s a very exciting time for Responsible Business, and we can’t wait to share our progress with you next year.